6. Jaded Jared
• As lead engineer on the migration, I’ve
worked every weekend for the past 2
months and only seen my kids in the
pictures on my desk. I don’t feel
appreciated or valued in my job.
Sometimes just a simple thank you would
help.
8. HR department needs to respond
to employees needs
Human Resources department response to employees: The Human
Resource department needs to be more responsive to employee
questions and concerns. In many companies, the HR department is
perceived as the policy making, policing arm of management. In
fact, in forward thinking HR departments, responsiveness to
employee needs is one of the cornerstones – aboutmoney.com
9. Left
Yammer
Post alone
and
responded
in a positive
way
Worked with manager who had no idea Jared was
working that hard
Brought in additional help
Made Jared leave after 8 hours each day
10. HR Heather
As the HR manager, I see a loss
of 35% per year of our
employees, many within the first
few months that have reported
they don’t feel part of the
culture, don’t necessarily feel
welcomed and don’t know
where to turn to for help. If we
could combine our social
network with our onboarding
process, we hope to reduce the
number of employees leaving by
25% the first year
11. HR Onboarding
500,000 new Managers each year
50% of senior outside hires fail in 1 year
50% of hourly workers leave job within 120 days
12. Yammer Groups
New Employee
joins Yammer
Added to
group/access
to resources
On-boarding
happens within
the social
network
Referenced at
a later date
13. We just made one company out of four existing companies.
While this is great for our marketing and brand strategies, our
culture across all those companies is lacking. As the CEO,
I feel we should have a culture of openness, transparency
and working collaboratively to solve our customer and
business issues. In order to do this, we will use our social
network and leadership will take an active part in that social
network.
Culture Champion - Phil
14. Cognitive
•Understanding of Why Change is needed
Resources
•Shifting resources
Motivation
•Need a reason to change
Institutional Politics
•Understanding the employees
http://guides.wsj.com/management/innovation/how-to-change-your-organizations-culture/
15. Can you really change a culture?
This is one
area where
we can
actually see
the “tail
wagging the
dog” in terms
of making a
change – Naomi
Moneypenney
16. What Happened?
• Created a Culture of “Superhero’s”
• Recognition of people doing
outstanding work by their peers
• People loved the transparency of
Yammer
• Leadership was actually one of the
last groups to participate when they
found all the “cool kids” were on
Yammer
17. Rewards and
Recognition Roland
As a marketing manager, it’s good to reward and
recognize people where appropriate. I feel good
about being able to say “thank you” to my staff
and give them a little something extra for a job
well done, especially if they have gone out of
their way. We have a rewards program, but
many people don’t know how to go about
recognizing other people, and the entries can
only be made by managers and not all
employees. Creating a badge and post in
Yammer allows anyone to recognize people and
bring the attention to their managers so they can
be put in the company wide program.
18. Post a recognition to Yammer
Peer to Peer Recognition
Increases Engagement
Makes employees feel good
about themselves and the
jobs
19. “Work from Home” Wendy
Working from home is
great most times, but I
don’t necessarily get the
interaction with my co-
workers, especially when I
need some help I don’t
know who to ask. If only
there was a way to ask a
question without emailing
the entire company and
allow me to make some
great connections it
would likely help my
productivity
20. Enterprise Social Networks are
“SOCIAL”
Make Connections
Find Similar Interests
Collaborate on Projects/Work as
Teams no matter the location
Virtual Water Cooler
23. What is happening with this
project?
Tracy Transparency
As a Project Manager I want
everyone to know what’s
happening on my projects. Using an
Enterprise Social network allows me
to share with everyone our
successes and where we may need
help and have all the
documentation and collaboration
together in one place.
25. Make decisions as a group
Centralize, Collaborate and Share Project Files and Deliverables
Innovate new ideas to solving problems
Create Project Notes quickly
Create external network for customers and vendors
How did Yammer help with that?
26. Delivery Dave
I’m just a delivery guy so I
don’t get to interact with the
executives much, but I have
daily contact with customers
who ask where the
company is headed
strategically or what the
CEO proposed for this year. I
feel I should know the
answers to these questions
as it would make my
conversations easier with
customers and I’m interested
in knowing without wasting
their time.
27. • Posted Question
• Tagged the CEO
• Shared
Response
• CEO “Great
Question”
• #Strategy
31. About Me
Liz Sundet– User Experience Manager/Information Architect
MBA, PMP, CBAP, CSM
Adjunct Instructor – RCTC/Mayo Clinic Rochester, MN
Musician: Fur-baby:
Biker—”Throttles Not Pedals”
Email: lsundet@earthlink.net or liz.sundet@protiviti.com
Follow on Twitter: @percusn
Connect with me on LinkedIn
http://www.linkedin.com/in/lizsundet/
Blog: itsocialbutterfly.wordpress.com
Editor's Notes
Introduction slide
Today we will be talking about some common business problems that I have seen in the workplace that have been addressed either thru Yammer itself or in combination with SharePoint. These are user stories and all of the stories are real, however most of the people’s names have been changed. Most of these stories have happened in my workplace directly as a community manager of the ESN or consultant.
A few facts from industries today there are 500,000 new managers per year in companies nationwide. 50% of senior outside hires fail within the first year, many times because they don’t feel part of the culture. Similarily, 50% of hourly workers leave their job within 120 days. This is a lot of time and expense put into hiring new people to have this amount of turnover, only because companies can’t onboard individuals appropriately.
The Wall Street Journal’s article on “How to change your organizations culture” shows there are four areas in which people need to understand in the workplace in order to support change.
With Yammer and other ESN, if it’s administered appropriately, has community support, support from executives and other leaders, you can actually start seeing changes in the culture. This is the one area where you don’t necessarily need to match your culture with the ESN, but knowing and understanding that one will drive the other. Naomi Moneypenney put it so well in that the “tail wags the dog” in these cases.
When peers are recognized by their peers it will increase engagement in the workplace naturally. It makes people feel good about themselves and their jobs and addresses the “cognitive” need for someone to change. It can be compared in part to the amount of likes or comments that one receives on posts. That’s why, part of the job of a community manager in Yammer or other ESN’s is to make sure no post goes without a comment or a like.
An Engineer posted one day “What is the difference between Palo Alto and XXXX” A few people that weren’t engineers started posting the the distance between the two or drawing comparisons like “one is a pretty nice vacation and the other is a really nice vacation” While this doesn’t necessarily answer the engineers question, it did get some not only laughs, but drew the attention of others in the company who then responded with valuable answers. Plus it allowed others to have a little fun with it, even if they didn’t understand the two technologies.